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Why do workers quit jobs?

05/06/2022 0 Comment

Why do workers quit jobs?

68% of workers who recently quit their jobs did so without another one lined up! Why? 
The #1 reason cited…a “toxic company culture.”

As leaders of a company, you're probably wondering, "How can I be sure to retain my employees, and is there a way to create an amazing culture that keeps them engaged?"

Of course, one option is to give more money. However, what we've found is money only keeps people for so long. Ultimately, we’ve found that people want to feel they are being developed, to be a part of a productive team, and they want to connect with the company products/services in a meaningful way. In our 20 years as an Organizational Development consulting business, we have found that the greatest way to generate that kind of enthusiasm is to develop and deliver multi-day leadership workshops. These workshops should be somewhat small, and led by facilitators who can make the content relevant and relatable.

Leadership workshops should involve multiple prep meetings to customize the curriculum with examples, scenarios, and relevant discussion topics. The facilitator should be knowledgeable about that specific company, and the needs of those employees. Within the company, executive leaders should attend, or be a part of, the training, in order to show their support and break cultural barriers as they surface.

In terms of facilitators, the selection criteria for the right facilitator to deliver leadership workshops includes both experience/knowledgeable, and the ability to create some fun! Similar to conducting a symphony, great facilitators guide discussions, keeping the discussion on point while allowing the participants to take the conversation where it needs to go. With humility, a great facilitator understands that participants learn as much, or more, from each other as from that instructor. The key is to generate a genuine and powerful conversation, and then provide leaders with the chance to think about and discuss the topics with each other.

In addition, the curriculum should be designed to include multiple learning modes: small group discussions, scenarios and simulations, skills practice time, feedback, and we even send leaders on partner walks. On Zoom, that curriculum design is even more critical, and should engage and encourage interaction…and some fun.

Feel free to contact me directly for a discussion on a leadership programs, or any topics around developing your leaders.

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Jim Glantz is the Managing Partner of The Academy For Leadership And Training (TAFLAT). A 20+ year Executive of Organizational Development & Training, Jim holds a doctoral degree in Organizational Development and a Masters in Education from UCLA. Jim is an Associate Professor & the author of numerous articles.